Connect With Job Opportunity; Connect with ABR

August 19th, 2019

Connect With Direct Hire Job Opportunities

Remember building things with Lego? Connecting different blocks together to form something amazing? Working with ABR to find your next job is kind of like that. We help connect you to area companies that are hiring.

As Your Employment Connection to the Future™  you’ll receive personal support to help you get the job offer. Whether that’s interview coaching, a resume review or interview dress tips, we’ll provide the guidance needed to help you land a position where you want to work, learn and grow.

Featured direct hire positions:

CNC Machinist – Green Bay , Wisconsin – $20 per hour

Direct Hire in Steel Manufacturing – Schofield , Wisconsin – $19 per hour

Industrial Electrician – Manitowoc , Wisconsin – $27 per hour

Sheet Metal Fabricator – Appleton , Wisconsin – $18 per hour

Installer – Stevens Point , Wisconsin – $15 per hour

Commercial Painter – Green Bay , Wisconsin – $17 per hour

U.S. Paper Mills-General Labor Pool – Menasha , Wisconsin – $45,000 + annually

Dust Collector Supervisor – Oshkosh , Wisconsin – $18 per hour

Youth Care Worker – New London , Wisconsin – $16 per hour

To view ALL direct hire opportunities, click the red ‘search jobs‘ button, then:

Get Started Today

Whether you’re looking for your first  job, have a few years of experience under your belt or are a total pro, we’ll help connect you to your new job! Best of all, there is no cost to you. Have questions about one of these great direct hire positions? Just give us a call; we’re here to support you in your job search!


Keep Employees Safe and Sound

August 12th, 2019

Safe and Sound Week

ABR Employment Services supports  OSHA’s Safe and Sound Week. We are committed to the value of workplace safety and the importance of identifying and fixing workplace safety hazards to prevent workplace injury.

Each month, ABR’s Safety Committee meets to foster the committees goals of:

  1. Providing our employees a safe work environment and
  2. Educating our clients about their role and responsibilities in preventing workplace accidents

During this week long Safe and Sound event, ABR encourages:

  • Companies take a systematic approach to finding and fixing hazards
  • Establishing procedures to collect and review information about known or potential hazards
  • Investigating the root cause of hazards and prioritize hazard controls
  • Correcting identified hazards to prevent workplace injury
  • Employees to communicate with management about hazards on the job

The Temporary Worker Initiative calls attention to the protection of temporary workers. ABR is committed to keeping our employees safe so they can return home safe and sound after each shift.

OSHA  provides workplace safety help to employers. OSHA’s On-site Consultation Program offers free and confidential advice to small and medium-sized businesses in all states across the country, with priority given to high-hazard work sites. For more information, or for additional compliance assistance, contact OSHA.

Improving Emotional Intelligence at Work

August 9th, 2019

EQ: The secret to higher performing teams

Emotional intelligence is crucial in the modern workplace. It’s the secret to happier, more engaged employees who work better together. Which means it’s the secret to higher performing teams that drive fast n’ furious business growth.

Improving emotional intelligence in the workplace isn’t some fluffy, sounds-nice people goal. It’s a business-critical strategy that helps unlock maximum value from your biggest competitive asset – your people.

But emotional intelligence comes more naturally to some folks than others and improving your workforce’s EQ is easier said than done.

But the following eight ways to improve emotional intelligence in the workplace will put you on the path to get the most from your people.

#1 – Define what emotional intelligence in the workplace looks like

Your people can’t be more emotionally intelligent if they don’t know what emotional intelligence looks like.

Here’s the textbook definition: ‘EQ refers to someone’s ability to perceive, understand and manage their own feelings and emotions’ (Chignell, 2018).

That’s all well and good but textbook definitions and real-life understanding can be two very different things. What’s more useful is sharing examples of emotional intelligence in the workplace, so your people can understand how the concept relates to their day-to-day.


People with high emotional intelligence are attuned to colleagues’ moods, empathize and offer compassion where appropriate.

So, say Jane’s colleague, John, snaps at her. If Jane has high emotional intelligence, she notices that something’s wrong but understands John’s snappy behavior reflects on him, not her. Instead, she recognizes he’s having a bad day and asks what else she can do to help.


People with high emotional intelligence are good listeners, who recognize everyone’s need to feel heard. They’re comfortable accepting and expressing conflicting opinions and have constructive, positive disagreements.

So Katie and Kanish are debating whether they should hire the person they just interviewed. High emotional intelligence means they listen attentively to each other without interrupting, react sensitively to the other person’s opinions, and share their own opinions in a balanced, non-aggressive way.

Share examples relevant to your own workplace to model the emotionally intelligent behaviors you want. That’s a much more powerful tactic than sharing lifeless definitions.

#2 – Make space for creativity

Sometimes emotional intelligence in the workplace can be a chicken and egg question. Take creativity.

Workplaces with high emotional intelligence are creative hot spots, where imagination knows no silos and good ideas come from all angles. That’s fantastic for the business because it means you solve problems and innovate faster.

A workplace like that might be the natural outcome of having lots of highly emotionally intelligent employees, sure. Hyper-creative people will find ways to be creative without your help.

But you can also reverse engineer it. Because for one hyper-creative person, you might have ten kinda-creative-but-also-a-bit-reserved people. Setting up your workplace to empower those people means you unlock and encourage their creativity. To improve their emotional intelligence.

Ask yourself:

  • Where can we loosen-up our policies and processes?

  • How can we encourage employees to add ideas across silos?

  • What other opportunities for collaboration are there?

  • How can we boost diversity, so we get different perspectives?

  • Do we have a micromanagement problem, and how can we fix it?

  • What else can we do to support experimentation?

  • How can we communicate that failure is OK?

Build a workplace that promotes creativity, and your people will have a better framework to express themselves authentically. And that’s a crucial part of emotional intelligence.

#3 – Offer diverse social events (not just ones you like)

Another chicken and egg example, your workplace social scene. If your workplace has high emotional intelligence, your people have strong relationships which likely means they spend time together socially, inside and outside work.

Like with creativity, if your employees already have high emotional intelligence this probably already happens. But you can reverse engineer it too, by creating opportunities for your people to socialize, and strengthen their bonds.

Think inside and outside work, within and across teams, catering to the diverse spectrum of your employees.

Because Sally might love a cocktail but Mesut might not drink. Or Suvish might struggle to find childcare while Sam can’t wait to escape the kids.

So hold the team night out, sure. But also hold the family BBQ, the company activity afternoon, the sponsored walks, the bowling evening, the painting class, the cookery lesson, the lunch date, the brunch date and the charity blowout gala.

So everyone in your workplace finds something for them, where they can form bonds and improve their emotional intelligence.

#4 – Encourage flexibility

Flexibility is a crucial aspect of emotional intelligence.

Managers who adapt their management style for different team members, for example, have a high EQ. And they’ll be better managers because they’ll get more from those team members than a one-size-fits-all approach.

Also, people with high emotional intelligence seek out (and perform best in) flexible environments, because they feel their unique needs are understood and accommodated.

Which means cultivating flexibility in your workplace empowers your people to act with higher emotional intelligence. And it’s how you create an emotionally intelligent workplace that attracts more emotionally intelligent people. Win, win.

Think about how you can introduce flexibility into your business, so people can work in a way that best suits them. Like focusing away from strict processes onto results, and offering remote working or flex-hours options.

#5 – Run an EQ workshop (but make it fun)

Improving emotional intelligence in the workplace shouldn’t be a chore. So, sure. An EQ workshop could be a great idea but for everyone’s sake, make it fun and actionable.

Nobody wants to sit through a day’s dry box-ticking lecture about the definition, history and theory of emotional intelligence.

Instead, think about ways you can bring emotional intelligence in the workplace to life. Think role plays. Quizzes. Videos. Debates. Collaborative discussions. Games.

An engaging, inspiring and memorable EQ workshop is much more likely to drive change.

#6 – Hire and onboard for EQ

To improve emotional intelligence in the workplace, you need to work with your current workforce.

But you also need to make sure the people you’re bringing into the business reflect this new emotionally intelligent vision. And you need to make sure your workplace empowers them once they’re there, so they don’t leave.

That means hiring and onboarding for emotional intelligence.

Some pointers:

  • Don’t over-rely on personality tests to assess EQ. Only a person with high emotional intelligence themselves can accurately assess emotional intelligence.

  • Design interviews to specifically assess emotional intelligence. Group interviews and behavioral questions are both worth inclusion. Plus check out these six questions from HubSpot.

  • Get interviewees to meet prospective team members, so you get a read on how they’d work in their new team. Interviewees with high emotional intelligence are likely to make a good impression fast.

#7 – Communicate your purpose

Emotionally intelligent people tend towards intrinsic rather than extrinsic motivation. That means they’re more driven by personal rewards (like feeling a sense of achievement) than external rewards (like salary).


Say Thomas attends training because he needs the certificate to be eligible for a promotion. That’s extrinsic motivation. But say Juliette attends training because she relishes the challenge and wants to improve. That’s intrinsic motivation and a sign Juliette likely has higher emotional intelligence than Thomas.

Or another example…

Ferencz joins your business because you offer a 5% salary raise over your competitor. But Victoria, on the other hand, joins despite taking a 5% salary drop because your mission and values resonate with her. Long-term, Victoria is the better hire. Not only because she represents a salary cost-saving, but because she’s a brand evangelist who loves what you stand for. So she helps boost your brand, cement your culture and she’s much less likely to jump ship for a competitor offering a raise.

Because when you stand for something, you’ll attract other people who stand for the same. And they’re the emotionally intelligent employees you want in your workplace.

#8 – Level-up your workplace support offering

To improve emotional intelligence in the workplace, you need to build a culture where you empower emotionally intelligent people to thrive. Or they’ll leave, and the bucket will keep emptying even while you’re trying to fill it.

That means creating a workplace where employees are empowered to handle stress. A workplace where employees have access to the support to overcome personal and professional challenges. A workplace where employees have a voice and trust that voice will always be heard.

Don’t just say “we’ve got an open-door policy”. Think about actionable ways you can create a transparent, emotionally intelligent culture. Like…

  • Mentor schemes

  • Buddy schemes

  • Anonymous feedback

  • 360-degree reviews

  • Community spaces

  • Mental health support

  • Mental health days off

  • Forums and discussions

  • Radical transparency

Over 70% of hiring managers value EQ over IQ, and 75% would be more likely to promote an employee with high emotional intelligence. Plus, 90% of top performers have high emotional intelligence. In other words, boosting workplace EQ is a massively important business strategy – not ‘just’ a people strategy.

Editorial Note: This article originally appeared in ABR Employment Services e-newsletter, HR Insights. It  was originally written by Stijn de Groef, a passionate HR professional, entrepreneur, cyclist and CEO at Talmundo.

August 2019 Webinars on ABR JobConnect

August 5th, 2019

Our goal is to help you get a job. We offer weekly free webinars on job hunting advice. A live question and answer period is held at the end of each webinar. This provides a great opportunity to get immediate feedback to help solve job search problems you may be facing.

Our August line-up includes:

Don’t Let Your Past Limit Your Future

Date: 08/08/2019 11:00 AM Central Time

Description: Most job seekers do not have a perfect job history. The good news is that it’s not the most qualified or perfect person who gets hired. Individuals who are finding jobs in this very competitive job market are the ones who know how to package themselves and how to ace their interviews. During this session, we will address the following:

  • How to handle problem areas on your resume
  • The impact of your past accomplishments
  • How to effectively overcome all objections or concerns

When you follow the advice during this session, your past WON’T affect your ability to land a great job!

People Talk – What Are They Saying About You?

Date: 08/13/2019 01:00 PM Central Time

Description: In the past, people only talked about you when they were contacted for a reference check. Technology has certainly changed how people communicate about you. People leave an impression when they recommend you on LinkedIn or talk about you on any social media site. It’s important that you realize how this impacts your job search. During this session, we will address the following:

  • Why, when and how you should prep your references
  • The impact of your LinkedIn Profile
  • Social media do’s and don’ts

Re-THINK: The “Ultimate Secret Formula” to Effective Interviewing

Date: 08/19/2019 11:00 AM Central Time

Come learn to Re-THINK your entire interview preparation and get hired! People often say, “I hope I survive my interview”. However, interviewing is not about survival, doubt or fear. It is absolutely about confidently communicating to the company how you can help them achieve their goals. It’s also your opportunity to show them, that by hiring you, they are making the best choice. During this presentation, you’ll learn:

• How to create a “highly effective” interview game plan
• How to easily manage your emotions so you can be Clear, Calm, and Confident
• How to specifically share the BEST of you throughout the interview
• What KEY questions can help to GET THE OFFER

Join us to learn the ULTIMATE SECRET FORMULA. Show them your absolute best in your next interview. Let’s get you back to work!

What Job Targets Are Best For You?

Date: 08/27/2019 01:00 PM Central Time

Description: If you’ve wondered how to most effectively open doors and with employers you respect, this webinar was written for you. Often the best companies receive more unsolicited resumes or CVs, but you will learn how to put yourself in front of decision makers in these preferred companies. During this session, we will address the following topics:

  • The best way to get into a company
  • Research you must conduct
  • The benefits of having more than one target
  • Hot careers you should consider